Off to a Good Start
Supervisor's Checklist
Orientation is not a one-day event; rather, it’s an ongoing process that ensures a smooth transition to
Brown University. Getting your employee off to a good start depends on you, the supervisor, to
reduce the learning curve and increase the chances of success. As a result, your new employee will
have a better understanding of Brown, your department, and the direction for the future!
Before the Employee Arrives
Send a departmental Welcome! information packet
Determine New Employee Orientation date with Human Resources [Download Orientation Schedule]
Communicate necessary departmental information
Notify colleagues in your department
Prepare and organize a work station and supplies
Identify a staff member to act as a mentor
Arrange for building, office and desk keys
Prepare a list of contacts
Have business cards/notepads printed
Provide a daily planner/calendar
The First Day on the Job
Help employee I-9 in Human Resources
Review department mission, strategic goals, and organization
Review pertinent policies such as overtime, attendance, dress standards, and payroll timing. [HR Policies]
Department introductions
Tour your department’s building and the campus
Review office machines
Schedule private time
Take employee to lunch
Host a departmental reception to welcome your new employee
Escort employee to Emery Dorm to get Brown Card once the Form-I9 is completed [Brown Card Office]
Set up email and other system access [CIS]
Review work area to ensure equipment/systems set up
Set up standing meetings
Clarify benefits and other policies if necessary
Review appropriate office procedures
Discuss goals and performance expectations for the next 6 months; explain the timing and purpose
of the probationary period. [Performance Development & Planning]
Ensure all paperwork is complete
Escort employee to New Employee Orientation in the Sharpe Refectory
Add new employee’s name to all department communications
Inform Brown community, if necessary
Set up a regular time to meet (daily or weekly) to discuss progress
Within the First Month of Employment
Review job description and performance expectations
Revisit goals and progress toward achieving them
Get to know the HR representatives for your department and central Human Resources
Schedule performance development meeting
Assess employee’s knowledge of department software/hardware
Ensure employee has signed up for benefits prior to deadlines
Connect employee with the Center for Learning and Professional Development [CLPD]